The Risk Management Association

“Classes a. Institutional members b. Individual members privileges of membership a. Institutional members - voting. Institutional members shall be entitled to one vote at every meeting of institutional members b. Privileges of individual members. Individual members shall be entitled to attend meetings; to hold elective or appointive office; to serve on councils and committees; to receive communications, information and selected publications disseminated by the headquarters office; and to enjoy all other rights privileges of association membership, except no associate or other individual member shall have any personal right to vote.”

“Classes a. Institutional members b. Individual members privileges of membership a. Institutional members - voting. Institutional members shall be entitled to one vote at every meeting of institutional members b. Privileges of individual members. Individual members shall be entitled to attend meetings; to hold elective or appointive office; to serve on councils and committees; to receive communications, information and selected publications disseminated by the headquarters office; and to enjoy all other rights privileges of association membership, except no associate or other individual member shall have any personal right to vote.”

“Any governance decisions are referred to the governing body with exception of changes to the by-laws, which would go out to the full membership for vote”

“Controller reviews/approves the externally prepared form 990 which is then reviewed by the cfo and cao before filing.”

“The company's ethics and conflict of interest policy is available to all staff members in an electronic version. All new employees sign that they have received the policy. The ethics and conflict of interest policy precludes staff from accepting any gift in excess of a $50 value. Since this is the area that is most likely to be confronted in the context of staff performing their duties, the ceo regularly reminds staff of the policy. These reminders are timed to coincide with holidays and with times when the company is purchasing a large amount of services/product from its vendors. The ethics and conflict of interest policy also requires that each staff member shall make prompt and full disclosure in writing to their manager/supervisor of any potential situation which may involve a conflict of interest. These situations include the following: ownership by a staff member or by a member of their family of a significant interest in any outside enterprise which does or seeks to do business with or is a competitor of the association: serving as a director, officer, partner, consultant, or in a managerial or technical capacity with an outside enterprise which does or is seeking to do business with or is a competitor of the association. Exceptions to this can be approved by the ceo of rma. No requests for exceptions have been approved by the chief executive officer.”

“Ceo compensation is determined by the executive committee of the board of directors at a special meeting convened annually in august. Comparability data is made available to the committee which includes 990 reported information for other associations that serve the industry. No member of the members deliberating on ceo compensation is compensated for serving on the board or its subcommittee. The members review and approve ceo compensation independent of the ceo. The director of people & culture is present for the review and approval and subsequently is authorized in writing to effect any compensation actions. The chair of the board of directors communicates compensation actions to the ceo. The meeting of executive committee and any decision to effect a change in compensation is substantiated contemporaneously both in a communication signed by the chair and sent to the director of people & culture and further documented in the minutes of the executive committee of the board of director's minutes. The ceo determines and approves compensation for key employees who report directly to her. Compensation is within the guidelines approved by the board of directors and documented in the annual budget. Annually the organization determines its merit increase pool which is expressed as a range of percentages of salary and is administered as a pay for performance compensation philosophy. The ceo apportions the merit increase pool according to relative performance contributions and taking into considerations where the individual is currently compensated within his/her salary range. The ceo provides the total compensation for each of the key employees to the executive committee for their review each august. The company's salary ranges are determined and set based on comparable salaries in the industry served, nonprofit organizations and geographic location. The salary ranges for positions are benchmarked periodically by independent third party. The benchmarking considers comparable positions in the industry served, nonprofit organizations and geographic location. All key employee positions are assigned a salary grade and each salary grade has a minimum and maximum salary associated with it.”

“Rma governing documents and financial statements are provided upon request.”

“Consultants - other 4,725,890. Consultants - recruiting 127,262. Consultants - hr services 122,737. Instructor and speaker fees 836,960.”

“Pension-related gain other than net periodic pension costs 141,624.”

“The process has not changed from the prior year.”

“The risk management association was originally established as an association in 1914. The risk management association was later incorporated in 1921.”